Job Analysis

Job specification has always been one of the driving forces behind the enhanced productivity of any form of business. In any organisation, the role of every employee is specified. Now, how does an employer decide upon the job roles of each employee? The answer to this is through job analysis. Performing job analysis involves determining the skills and qualifications required for a particular job role. Job analysis states the exact job requirements of a company. 

Concept And Meaning Of Job Analysis

A process through which the data related to a job is collected and analysed is known as job analysis. It is the systematic determination of the skills and knowledge required to perform a particular job in an organisation. By performing job analysis, an organisation gets a clear view of the facts that comprise a specific job. The analysis involves the following aspects of job requirements:

• The tasks involved in a job.
• Qualifications required to perform the job.
• Detailed study of the skills demanded in the job.
• The knowledge of operating the pieces of machinery or using the equipment required in the job.
• The attributes, attitude, aptitude, and other interpersonal skills needed to do justice to the job role.
• A detailed and systematic study of the job is known as Job Analysis.

What Are The Objectives Of The Job Analysis?

The objective of job analysis is to ascertain the vital pieces of information related to a job, recruit suitable candidates, draft effective policies for the organisation and the employees, decide upon the remuneration as per the job role, and facilitate performance assessment. 

What Are The Steps Required In Job Analysis?

Performing job analysis involves the following essential steps:

Step 1

Know the purpose: The foremost step in performing job analysis is identifying the purpose, which is, the role for which candidates need to be recruited.

Step 2

Select the job analyst: The next step is to assign a job analyst to perform the job analysis. The analyst’s responsibility is to line up the managers, human resources, or consultants required in the process. 

Step 3

Method selection: The other most crucial step is to select one among the other available job analysis methods. The best method of performing job analysis is identified. The process should suit the targeted job the best. 

Step 4

Training analyst: Knowing the requirements of every job is not possible for a person. Therefore, when assigning an organisation an internal analyst, it has to provide them with enough training to ensure efficient execution of the whole process. 

Step 5

Preparation: Preparation of the job analysis is the step that communicates the details of the project to the company. The blueprint of the whole process is prepared and made ready to be executed. 

Step 6

Data collection: This is the most critical step while performing Job Analysis. The targeted job’s activities, aptitude, attitude, working condition, traits, abilities, and behavioural requirements are collected. 

Step 7

Data review: The analyst analysed and reviewed the collected data’s factual correctness. 

Step 8

Drafting job description and job specification: After completing the job analysis, the results are drafted into the job description and job specification. These documents state the responsibilities of the employee in performing the various jobs.

What Is The Purpose And Significance Of Job Analysis?

Job analysis is a vital process in every organisation. The purpose and significance of job analysis are listed below:

• It identifies the job title for which recruitments are to be made. 
• It helps in planning and organising the manpower required in any business setup or organisation. Job analysis helps in distributing the responsibilities and duties of every employee.
• It helps in listing out the job requirements of different jobs in an organisation. Thus, it helps in recruiting and selecting suitable candidates for the company.
• It helps the organisation decide the employees’ compensation, allowances, benefits, and other perks as per the job role. 
• It helps in job reengineering.
• It helps with finding the relevant information stating the need for in-training programs and the content of the training programs.
• It helps establish various standards to compare the obtained results during performance appraisal.
• It also uncovers the hazards and danger attached to the job role, which facilitates deciding upon the safety and health policies for the employees.
•  It helps draft documents of the organisation like job specification, job description, job requirements, personal assessment of the employees, and job evaluation. 

Conclusion

Job analysis is a process that involves the use of various systematic and scientific methods to sketch out vital information about a job. It helps list the job details like skills, qualifications, attitude, behaviour, knowledge, and experience required to perform the specific job. Moreover, the process also helps determine the employees’ wage, salary, allowances, compensation, and other benefits as per the job role. There are various methods to perform a job analysis. The results are further drafted into documents of the organisation like job specification, job description, job requirements, personal assessment of the employees, and job evaluation.